组织类型与员工建言行为的关系探索：基于权力的视角

研究目的是探索中国背景下国有企业、民营企业、外资企业、政府机关四类组织中员工建言行为的差异,及员工个人权力感和权力动机的中介作用。采用问卷法对员工和管理者进行配对取样调查,通过对回收的324份有效问卷进行数据分析。结果表明,员工建言行为在四种组织类型中存在显著性差异,而员工个人权力感和权力动机在其中起到中介作用。此外,研究还发现,权力距离倾向在组织类型和个人权力感之间起到调节作用。最后,研究梳理了组织类型与建言行为的关系模型,并对未来研究做了展望。     

Company Norms Affect Which Traits are Preferred in Job Candidates and May Cause Employment Discrimination

This study investigated a possible mechanism behind employment discrimination. Participants completed a recruitment task where emphasis on cohesion (employees should “fit in”) versus fairness (everybody should be treated equally) was manipulated by describing the norms of a fictitious company differently. There was a comparatively stronger preference in the cohesion condition for traits and interview questions related to social competence (e.g., friendliness, gregariousness, empathy). Furthermore, participants in the cohesion condition primarily pictured socially competent employees, whereas those in the fairness condition primarily pictured employees possessing productivity-related characteristics (e.g., education, experience, and talent). The norm effect was moderated by participants’ awareness of the applicants’ ethnicity. When expecting applicants with foreign backgrounds, participants in the cohesion condition showed increased preference for selection methods related to social competence. Implications for recruitment practices are discussed.     

Harmful Ideas,The Structure and Consequences of Anti‐Semitic Beliefs in Poland

The harmfulness of anti‐Semitic beliefs is widely discussed in current political and legal debates (e.g., Cutler v. Dorn). At the same time, empirical studies of the psychological consequences of such beliefs are scarce. The present research is an attempt to explore the structure of contemporary anti‐Semitic beliefs in Poland—and to evaluate their predictive role in discriminatory intentions and behavior targeting Jews. Another aim was to determine dispositional, situational, and identity correlates of different forms of anti‐Semitic beliefs and behavior. Study 1, performed on a nation‐wide representative sample of Polish adults (N = 979), suggests a three‐factorial structure of anti‐Semitic beliefs, consisting of: (1) belief in Jewish conspiracy, (2) traditional religious anti‐Judaic beliefs, and (3) secondary anti‐Semitic beliefs, focusing on Holocaust commemoration. Of these three beliefs, belief in Jewish conspiracy was the closest antecedent of anti‐Semitic behavioral intentions. Study 2 (N = 600 Internet users in Poland) confirmed the three‐factor structure of anti‐Semitic beliefs and proved that these beliefs explain actual behavior toward Jews in monetary donations. Both studies show that anti‐Semitic beliefs are related to authoritarian personality characteristics, victimhood‐based social identity, and relative deprivation.     

Perceiving vocal age and gender: An adaptation approach

Aftereffects of adaptation have revealed both independent and interactive coding of facial signals including identity and expression or gender and age. By contrast, interactive processing of non-linguistic features in voices has rarely been investigated. Here we studied bidirectional cross-categorical aftereffects of adaptation to vocal age and gender. Prolonged exposure to young (~ 20 yrs) or old (~ 70 yrs) male or female voices biased perception of subsequent test voices away from the adapting age (Exp. 1) and the adapting gender (Exp. 2). Relative to gender-congruent adaptor-test pairings, vocal age aftereffects (VAAEs) were reduced but remained significant when voice gender changed between adaptation and test. This suggests that the VAAE relies on both gender-specific and gender-independent age representations for male and female voices. By contrast, voice gender aftereffects (VGAEs) were not modulated by age-congruency of adaptor and test voices (Exp. 2). Instead, young voice adaptors generally induced larger VGAEs than old voice adaptors. This suggests that young voices are particularly efficient gender adaptors, likely reflecting more pronounced sexual dimorphism in these voices. In sum, our findings demonstrate how high-level processing of vocal age and gender is partially intertwined.     

Knowing what to look for: Voice affects face race judgements

The study examined the effect that auditory information (speaker language/accent: Japanese or French) had on the processing of visual information (the speaker's race: Asian or Caucasian) in two forced-choice tasks: Classification and perceptual judgement on animated talking characters. Two (male and female) sets of facial morphs were constructed such that a 3-D head of Caucasian appearance was gradually morphed (in 11 steps) into one of Asian appearance. Each facial morph was animated in association with spoken French/Japanese or English with a French/Japanese accent. To examine the auditory effect, each animation was played with or without sound. Experiment 1 used an Asian or Caucasian classification task. Results showed that faces heard in conjunction with Japanese or a Japanese accent were more likely to be classified as Asian compared to those presented without sound. Experiment 2 used a same or different judgement task. Results showed that accuracy was improved by hearing a Japanese accent compared to without sound. These results were discussed in terms of the voice information acting as a cue to assist in organizing and attending to face features.     

Authenticity,employee silence,prohibitive voice,and the moderating effect of organizational identification

Authenticity is an important concept in positive psychology and has been shown to be related to well-being, health, and leadership effectiveness. The present paper introduces employee authenticity as a predictor of relevant workplace behaviors, namely employee silence and prohibitive voice. Converging evidence across two studies using cross-sectional and longitudinal designs demonstrates that when responding to hypothetical problematic workplace events (Study 1) or actual workplace experiences (Study 2), individual differences in employees’ authenticity predicted more self-reported voice behaviors and less silence that emanated from various motivations. Furthermore, authenticity scores consistently yielded predictive utility over and above the contribution of a broad set of individual and organization-based characteristics. Finally, organizational identification moderated the relation between authenticity and silence, such that for employees with high levels of identification, the relation between authenticity and silence was stronger.     

Policing,profiling and discrimination law: US and European approaches compared

Counter-terrorism officials in the USA and the UK responded to the events of 11 September 2001 and 7 July 2005 with an increasing resort to the use of ‘intelligence-led policing’ methods such as racial and religious profiling. Reliance on intelligence, to the effect that most people who commit a certain crime have a certain ethnicity, can lead to less favourable treatment of an individual with that ethnicity because of his membership in that group, not because of any act he is suspected or known to have committed. This paper explains the context in which intelligence-led policing flourishes, and how this discussion contributes to the profiling debate in both the USA and the UK, and then sets out two key contentions. First, we argue that Article 14 ECHR as applied under the UK Human Rights Act has a more protective, and less ‘prosecutorial’, conception of discrimination than has the US Equal Protection Clause, meaning that judges need not find a discriminatory motive to find that discrimination has occurred. Second, we contend that Article 14 provides the judiciary with the key tool of proportionality, which, when properly applied, makes it harder for discrimination to stand up to scrutiny.     

Inducing Hypocrisy to Reduce Prejudicial Responses among Aversive Racists

Might a hypocrisy induction procedure reduce prejudicial behavior among aversive racists? We identified aversive racists as individuals low in explicit prejudice but high in implicit prejudice toward Asians. Results revealed that aversive racists, but not truly low prejudiced participants (i.e., those low in both explicit and implicit prejudice), responded to a hypocrisy induction procedure with increased feelings of guilt and discomfort, compared to those in a control condition. Furthermore, aversive racists, but not low prejudiced participants, responded to a hypocrisy induction procedure with a reduction in prejudicial behavior. These results suggest that consciousness raising might play an important role in motivating aversive racists to reduce their prejudicial behavior.